FMLA General Notice & Poster Requirements
A practical employer guide to the FMLA General Notice, workplace poster requirements, employee handbook notice requirements, electronic posting, and common employer mistakes.
FMLA General Notice Quick Facts
Use this section as a quick employer reference for FMLA poster and general notice obligations.
What Is the FMLA General Notice?
The FMLA General Notice is the employer notice that explains basic employee rights and employer responsibilities under the Family and Medical Leave Act.
What the General Notice Does
The General Notice helps employees and applicants understand that FMLA may provide job-protected leave for certain family, medical, military, and caregiving reasons.
- Explains basic FMLA rights
- Explains employer responsibilities
- Provides information about filing a complaint
- Creates a visible workplace notice standard
What the General Notice Does Not Do
The General Notice does not replace the employee-specific notices used when someone actually requests leave. Employers still need a separate process for eligibility, rights and responsibilities, certification, and designation.
- It does not determine employee eligibility
- It does not approve FMLA leave
- It does not replace WH-381
- It does not replace WH-382
Where Must the FMLA Poster Be Displayed?
Covered employers should make sure the FMLA poster is visible, readable, accessible, and reviewed as part of their workplace notice process.
Physical Posting
The FMLA poster should be displayed in a location where employees and applicants can readily see it.
- Breakroom or common area
- HR office or employee entrance
- Applicant-facing area when applicable
- Readable size and placement
Electronic Access
Employers with remote or distributed employees should review whether electronic posting practices make required information accessible.
- Employee intranet
- HR portal
- Digital handbook
- Applicant-accessible posting when needed
Language Access
Employers should review whether a significant portion of the workforce needs the notice in a language other than English.
- English notice
- Spanish notice when needed
- Other languages when applicable
- Accessible format when required
FMLA General Notice Requirements Employers Should Track
The General Notice requirement is more than simply downloading a poster. Employers should track how the notice is displayed, distributed, and maintained.
Display the FMLA Poster
Covered employers must display the FMLA poster in plain view where employees and applicants can readily see it.
- Applies to covered employers
- Required even with no eligible employees
- Must be readable
- Should be reviewed for current version
Include General Notice in Written Materials
Covered employers with FMLA-eligible employees must include general FMLA notice information in the employee handbook or other written leave and benefits materials.
- Employee handbook
- Leave policy guide
- Benefits materials
- New hire materials when no handbook exists
Document Posting Practices
Employers should keep a record of where the poster is displayed, when it was reviewed, and how employees access the notice.
- Posting location
- Poster version
- Review date
- Electronic access method
FLARE™ Insight
The FMLA poster may look like a small compliance item, but it tells you a lot about an employer’s leave administration process. If the poster is outdated, missing, inaccessible to remote employees, or disconnected from the employee handbook, there may be deeper gaps in notice timing, leave intake, documentation, and employee communication.
Common FMLA General Notice Mistakes
These are the posting and general notice issues employers should review regularly.
Assuming the Poster Is Optional
Covered employers must display the FMLA poster even if they do not currently have eligible employees.
Using an Outdated Poster
Employers should periodically confirm the poster and handbook language reflect current FMLA information.
Ignoring Remote Employees
Remote and distributed employees should have meaningful access to required workplace notices.
Not Including Handbook Language
When applicable, employers should include FMLA general notice information in employee handbooks or written leave materials.
No Applicant Access
The poster should be displayed where employees and applicants can readily see it.
No Proof of Review
Employers should document poster location, review date, language needs, and electronic access practices.
FMLA General Notice Tracking Table
Use this table as a practical checklist for maintaining FMLA posting and general notice requirements.
| Requirement | Employer Action | Why It Matters | Documentation to Keep |
|---|---|---|---|
| FMLA Poster | Display the FMLA poster in plain view where employees and applicants can readily see it. | Provides general notice of employee rights and employer responsibilities. | Poster location, review date, poster version. |
| Readable Placement | Make sure the poster is easy to find and easy to read. | Reduces risk that the notice is considered inaccessible. | Photo of posting location, inspection checklist. |
| Handbook Notice | Include general FMLA notice information in employee handbook or written leave/benefits materials when applicable. | Gives employees written access to FMLA information beyond the physical poster. | Handbook copy, policy review date, new hire packet. |
| Electronic Access | Review whether electronic posting is accessible to employees and applicants when used. | Supports remote, hybrid, and distributed workforces. | Portal link, intranet screenshot, digital handbook access. |
| Language Access | Review whether the notice should be provided in another language for employees who are not literate in English. | Helps ensure employees can understand required FMLA information. | Language review, translated notice, workforce assessment. |
Related FMLA Notice Resources
The General Notice is the broad posting requirement. These related notices apply when an employee actually requests leave.
FMLA Eligibility Notice
Explains whether the employee appears eligible for FMLA leave or why they are not eligible.
View Eligibility Notice →Rights & Responsibilities Notice
Explains employee obligations, certification requirements, premium payments, and FMLA expectations.
View Rights & Responsibilities →FMLA Employer Response Deadlines
Review the major FMLA deadlines employers should track from intake through designation.
View Response Deadlines →FMLA General Notice FAQs
Common employer questions about the FMLA poster and General Notice requirement.
Is the FMLA poster required?
Yes. Every covered employer must display the FMLA poster in a place where employees and applicants can readily see it.
Does the FMLA poster apply if no employees are currently eligible?
Yes. Covered employers must display the FMLA poster even if they do not currently have eligible employees.
Should FMLA information be included in the employee handbook?
If a covered employer has FMLA-eligible employees, the employer must provide general FMLA notice information in the handbook or other written leave and benefits materials. If no handbook exists, the employer should provide the information to new employees upon hire.
Can employers provide the FMLA poster electronically?
Employers may distribute FMLA general notice information electronically, but the information must be accessible and contain the required information from the DOL FMLA poster.
Is the FMLA General Notice the same as the Eligibility Notice?
No. The General Notice is the broad workplace notice. The Eligibility Notice is an employee-specific notice provided when an employee requests leave or the employer learns leave may qualify for FMLA.
What should employers document?
Employers should document the poster location, poster version, review date, handbook language, electronic access method, and any language accessibility review.
Need Help Reviewing Your FMLA Notice Process?
Fralick’s Benefit Consulting helps employers review FMLA posting practices, handbook language, employee notice workflows, documentation practices, and leave administration gaps through the FLARE™ Discovery process.